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What makes it a social enterprise?

Gifts and Graces aims to improve the quality of life of marginalized members of society, by providing
product development, technical training on enterprise management, and global market access to
livelihood communities under the Gifts and Graces brand.
Through a strong partnership with other NGOs and non-profits, and with the help of committed and
passionate board of trustees, staff, and supporters who believe in our cause, we help communities
and individuals reach their full potential and break free from the cycle of poverty.
What is its social cause?
Employment development & skills training, Entrepreneurship & local business development, Poverty
eradication
Who does it impact?
Rural Communities, Aboriginal / Indigenous groups, Low-income individuals

ETHICS AND HR MANAGEMENT


As the issues faced by HR managers have increased in number and complexity, so have the
pressures and challenges of acting ethically. Ethical issues pose fundamental questions about
fairness, justice, truthfulness, and social responsibility.
Concerns have been raised about the ethical standards used by managers and employees,
particularly those in business organizations. It appears that the concerns are well-founded, if
the results of one study of 1,300 employees and managers in multiple industries is an
indication. About 48% of those surveyed admit engaging in unethical behavior at work. Some
of the most frequently mentioned items were cheating on expense accounts, paying or
accepting bribes and kickbacks, forging signatures, and lying about sick leave.
WHAT IS ETHICAL BEHAVIOR? Ethics deals with what ought to be done. For the HR manager,
there are ethical ways in which the manager ought to act relative to a given human resource
issue. However, determining specific actions is not always easy. Ethical issues in management,
including HR issues, often have five dimensions:
-Extended consequences: Ethical decisions have consequences beyond the decisions
themselves. Closing a plant and moving it to another location to avoid
unionization of a workforce has an impact on the affected workers, their families, the
community, and other businesses.
-Multiple alternatives: Various alternatives exist in most decision-making situations, so the
issue may involve how far to bend rules. For example, deciding how much flexibility to
offer employees with family problems, while denying other employees similar flexibility, may
require considering various alternatives.
-Mixed outcomes: Decisions with ethical dimensions often involve weighing some beneficial
outcomes against some negative ones. For example, preserving the jobs of some workers in a
plant might require eliminating the jobs of others. The result would be a mix of negative and
positive outcomes for the organization and the affected employees.
-Uncertain consequences: The consequences of decisions with ethical dimensions often are
not known. Should employees personal lifestyles or family situations eliminate them from
promotion even though they clearly are the most qualified candidates?
-Personal effects: Ethical decisions often affect the personal lives of employees, their
families, and others. Allowing foreign customers to dictate that they will not have a female or
minority sales representative call on them may help with the business relationship short term,
but what are the effects on the employees denied career opportunities?
RESPONDING TO ETHICAL SITUATIONS To respond to situations with ethical elements, the
following guides are suggested for thought:
-Does the behavior or result achieved comply with all applicable laws, regulations, and
government codes?
-Does the behavior or result achieved comply with all organizational standards of ethical
behavior?
-Does the behavior or result achieved comply with professional standards of ethical behavior?
What the preceding three points make clear is that just complying with the laws does not
guarantee ethical behavior. Laws and regulations cannot cover every situation that HR
professionals and employees will face. Instead, people must be guided by values and personal
behavior codes, but employers have a role to play through HR management. A code of
ethics adopted for HR professionals by the Society for Human Resource Management (SHRM) is
reproduced in the accompanying HR Perspective.

ETHICAL ISSUES IN HR MANAGEMENT HR professionals regularly are faced with


ethical issues. According to a study by SHRM and the Ethics Resource Center, a
majority of the HR professionals surveyed indicated that they had seen unethical workplace
conduct in the previous year. The most common unethical incidents by employees were lying
to supervisors, employee drug or alcohol abuse, and falsification of records. Almost half of
the HR professionals also indicated that their organization had pressured them to compromise
their own ethical standards in order to meet financial, scheduling, or other operational goals.
With HR management in an international environment, other ethical pressures arise. Such
practices as gift giving and hiring vary in other countries, and some of those practices would
not be accepted as ethical in the United States. Consequently, all managers, including HR
managers, must deal with ethical issues and be sensitive to how they interplay with HR
activities. One way to address ethical issues in organizations is to conduct training of
executives, managers, and employees. Training of managers and employees in ethics
compliance has been found to reduce the incidence of ethical problems. The complete study
of ethics is philosophical, complex, and beyond the scope of this book. The intent here is to
highlight ethical aspects of HR management. Various ethical issues in HR management are
highlighted throughout the text as well.
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When we talk about business ethics and the behaviour of the company we obviously mean both
the relation of the subject to the outside world -clients, competitors, suppliers, government, banks
and other institutions -and the relationships inside the company like the relationships between the
employees, between the employers and employees and relationships with shareholders.

Business ethics and its application in real situations require good leaders and managers. Ethical problems
are truly managerial dilemmas because they represent a conflict between an organization ' s economic
performance and its social performance. What are the characteristics of the ethical problems:
1. Most ethical decisions have extended consequences -the decisions of managers have an impact both
within the organization and within the society .That is not in their control and therefore it should be
considered before making the decision.
2. Most ethical decisions have multiple alternatives. For example "should a factory pollute the air or not",
"should a company produce unsafe products or not". These multiple alternatives have to be considered in
making ethical decisions.